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Are You Measuring The RoI of Your Training Program?

Written By
Tonmoy Shingal

A recent Google search for “aligning Learning & Development (L&D) with business strategy” yielded nearly 31 million hits. Clearly, many people in the field think this is important. Since companies make significant financial investments in theirtraining program, they need to help achieve an organization’s strategy and enhance individual and organizational performance in meaningful ways.

Do You Measure the Roi of Your Training Program?

Corporates, given the Government of India’s focus on Skill Development, have engaged a portion of their CSR funds on skilling programs; all through various channels. They engage Training Partners for the same:

Skill Gap Analysis

Industry – Demand Side – Engagement

Training Interventions & Skill Enhancement

Forward Linkages & Placements for sustainable livelihoods

Post-Placement Tracking & Support

ROI and Actual Impact

But is there any way to scientifically assess the effectiveness of the training imparted on your employees? A way to measure the RoI of the huge investments being made by your company?

Given the current economic climate in which all expenditures are being carefully monitored, there is not a better time to introduce an assessment technique to create, deliver, measure and validate training that has true organizational value.

Created by Dr. Don Kirkpatrick in the 1950s, the Kirkpatrick model has now become a worldwide standard for evaluating the effectiveness of training. The model is applied before, during, and after training to both maximize and demonstrate training's value to the organization. Consisting of four levels, the model follows this basic chain:

Level 1: Reaction

The degree to which participants find the training favorable, engaging, and relevant to their jobs.

Level 2: Learning

The degree to which participants acquire the intended knowledge, skills, attitude, confidence, and commitment based on their participation in the training.

Level 3: Behavior

The degree to which participants apply what they learned during training when they are back on the job.

Level 4: Results

The degree to which targeted outcomes occur as a result of the training and the support and accountability package.

How do you incorporate this into your training sessions, you ask? How will you need to modify Dr. Don’s research to suit your program and make the best use of it for your employees and your company?

We have just the answer to this, something that will take care of all your woes about the effectiveness of the training and learning of the employees!

The Solution

Mettl’s assessment platform helps organizations create a standard or customized “Skill” based tests. These tests are available across Cognitive, Behavioral, Personality, and Functional skills; and help objectively measure, track and analyze prospective candidates and current employees. Mettl leverages psychometric sciences to enable organizations to make data-driven decisions around their people for recruitment, employee development, and talent management.

Mettl’s Training Evaluation Assessment Solutions measures not just perceived learning but also demonstrated understanding. It takes into account.

Reaction: Candidates idea of whether the training program has helped him or not

Learning: how much the candidate has actually understood,

Behaviour: how much he is able to retain even after the training has ended and

Result: captures the difference in participant’s behaviours and attitudes before and after the program.

Solve this roadblock in the training program you offer to your employees. When training aligns with the business and a well-defined feedback mechanism for all the stakeholders assists you with real numbers and a scientific approach, employees at all levels understand expectations, operationalize vision and values, and recognize what exactly is necessary to succeed.